TSA Insight Magazine Issue 18 - Magazine - Page 29
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aspect of knowledge and built
partly around experience, it
is about understanding the
consequences of our actions.
Attitude – This can be impacted
by home events or even our
journey to work. A poor attitude
can wreck many a competent
performance!
Time – This is not just about
having enough time to complete
our task; it is also about the time
of day we are undertaking the
work.
In a world of limited resources, we
have to be mindful of the competence
equation, rely on our moral compass
and ask ourselves: “Who are we when
no one is looking?”
Developing competence
In certain trades, a competent
person has official accreditations.
For example, Gas Fitters must be
accredited as ‘gas safe’. This requires
them to demonstrate a defined level
of competence.
be underestimated.
The notion of pro昀椀ciency
John Reynolds, our MD here at
Reynolds Training, recently took
part in a planning session with TSA’s
Skills Committee. This committee is
open to all members of the TSA and
provides a sector-wide platform for
the discussion of skills strategies and
the promotion of skills in the bulk
storage and energy infrastructure
industry. During this workshop, they
discussed developing Proficiency
Levels and Competence Assessment
Criteria. This was preceded by a
call to all members to identify their
career progression routes (Roles),
this information was collated and a
core set of Roles identified across the
sector, which bring a distinct structure
and potential Career Pathway for
employees.
Aligned to this is the notion of
specialist roles that are peppered
throughout our sector, for now though
the work is focused on Operational
Pathways. This initial work then led
to the mapping of a range of training
requirements against each role, this
training is split into core areas of:
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Health and Safety
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Process Safety
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Environment
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ESG
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Modes of Transport
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Basic Engineering Inspection and
Maintenance
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Process Plant Assets
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Regulations
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People Skills and Well Being
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Statutory Accreditation
This was further reviewed by the skills
committee and TSA members. But at
what level do we need these roles
mapped to?
The workshop focused on two core
objectives:
1. Identify a range of proficiency
levels that can be used to ‘guide’
sites.
2. Map the levels against the
training identified for each role.
We at Reynolds Training believe that,
within the bulk storage operations
and energy infrastructure sector,
other than a limited range of National
Occupational Standards (NOS), there
are no defined levels or requirements
for Bulk Storage Operations. This
gives a limited baseline to set
corporate
competence
against
and drive consistency forward,
and embedding ‘proficiency’. The
importance of driving this forward in
the era of energy transition should not
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